Benefits

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BENEFITS
Self service benefit enrollment is offered through Benefit Focus at:
 

Employees may elect to participate in pre-tax Flexible Spending Accounts for uninsured medical and dental expenses as well as qualifying day care expenses.
 
Health and Dental Insurance is provided for employees at no cost.
If dependent health coverage through the City of Salisbury is unaffordable we suggest you look into the Children’s Health Insurance Program Reauthorization Act information.
 
Wellness Clinic
Employees may use the services of the Nurse Practitioner at no cost and without taking time off of work. For appointments call (704) 638-5217 or email nurse@salisburync.gov. To speak directly with the nurse you may call (704) 216-7541 during Clinic hours.

The Wellness Clinic is located at 1415 S. Martin Luther King, Jr. Avenue, Salisbury, North Carolina.

Wellness Clinic Hours
Monday (8:00 a.m. - 12:00 p.m.) 
Tuesday (1:00-5:00 p.m.)
Wednesday (7:00 - 11:00 a.m.)
Thursday (1:00-5:00 p.m.)
Friday (7:00 - 11:00 a.m.)  
 

Sick leave is accrued at one day per month to allow for health care, physical or dental exams for employees or their immediate family.
 
For each calendar month of employment a full-time employee accrues one day of annual leave. 
Paid Holidays
New Years Day
Martin Luther King, Jr. Birthday
Good Friday
Memorial Day
Independence Day
Labor Day
Thanksgiving Day (plus Friday)
Christmas (two days)
Dependent and Family Benefits Include
Life and accidental death/dismemberment insurance
Short term disability insurance
Long term disability insurance
Supplemented premiums for dependent medical and Dental insurance coverage
Accident insurance (Colonial)
Credit Union membership
Medical and Dependent Care Reimbursement Accounts

3% Employer Contribution to 401-k Supplemental Retirement Plan.  

Voluntary participation in 401-k and 457 Deferred Compensation Plan.
HEALTH INSURANCE
A self insured health plan is provided for employees of the City of Salisbury who work more than 20 hours per week on a continuous basis. Dependent coverage is available through payroll deduction. Coverage is paid in advance and begins the first day of the month following the employees date of hire. The City medical and dental plan coverage are a pre-tax benefit, employees may add, change or drop coverage only during the annual open enrollment period.
Blue Cross Blue Shield of North Carolina serves as the plan administrator.  The Blue Options benefit program provides employees with a choice of benefit levels and providers.
Blue Cross and Blue Shield of North Carolina (BCBSNC) contracts with a network of Participating Providers in your area and throughout the state. These providers have agreed to provide services to Blue Options members at predetermined charges.  A higher level of reimbursement is available to you at the In-Network Benefit Level.  
You may choose to receive benefits at the Out-of-Network Benefit Level for most covered services. There is no need to work through your Primary Care Physician to receive benefits at the Out-of-Network Benefit Level; however, the Out-of-Network Benefit Level is generally lower than the In-Network Benefit Level.

WHO TO CONTACT
Claims Inquires
1-877-258-3334
Benefit Questions
1-877-258-3334
Identification Cards
1-877-258-3334
Changes in coverage status
1-877-258-3334
Mental Health Care/Chemical Dependency Treatment (Magellan)
1-800-359-2422
Vision Care
1-800-537-6697
24 Hour Nurse Line
1-877-477-2424
Certification
1-800-214-4844
Dental Customer Service
1-877-305-6638
Blue Card (Out of State Service)
1-800-810-2583
BCBSNC Health Management Programs
1-800-218-5295
Alt Med Blue Customer Service
1-888-336-2583
Audio Blue 
1-877-979-8000
BlueNC.com
1-866-884-4684
Cosmetic Surgery Blue
1-877-755-1111
Optic Blue Customer Service
1-800-755-0507
Benefit Administrator
704-638-5220

Blue Cross Blue Shield Web Page address
www.bcbsnc.com

Participation in the Wellness Plan provides employees benefits at higher level of coverage at no additional charge.

If the procedure has an asterisk next to the coverage amount, it is subject to the deductible, if there is no asterisk, only the co-payment would apply.
 
Wellness Plan
Base Plan
Services
In-Network
Out-of-Network
In-Network
Out-of-Network
Deductible (calendar year)
Individual
$750
$1500
$1750
$3500
Family
$1500
$3000
$3500
$7000
Coinsurance Maximum (calendar year)
Individual
$2,000
$4,000
$3000
$6000
Family
$6,000
$12,000
$9000
$18000
Physician Services
Office visits, primary care physician
$20 co-pay
70% *
$30
50% *
Office visits, specialist with referral from primary care physician
$40 co-pay
70% *
$60
50% *
Urgent Care office visit
$40 co-pay
70% *
only covered
outside of NC
$60
50% *
only covered
outside of NC
After Hours office visit
$40 co-pay
70% *
$60
50% *
Prenatal/Postpartum office care
$20 co-pay
per pregnancy
70% *
$30
50% *
Outpatient diagnostic
80% *
70% *
70% *
50% *
Surgery (Inpatient and Outpatient)
80% *
70% *
70% *
50% *
Inpatient care (Medical)
80% *
70% *
70% *
50% *
Short-term therapy (speech, occupational, respiratory, and physical) maximum of 30 visits per calendar year for each type of therapy requires referral from primary care physician
$40 co-pay
70% *
(20 visit max
per plan year)
$60 co-pay
50% *
(20 visit max
per plan year)
Chiropractic Care
$20
70 % *
$30
50 % *
Preventive Care
Physical examinations
$0 co-pay
 
$0 co-pay
 
Well-child care
$0 co-pay
 
$0 co-pay
 
Vision Care Services
One annual comprehensive examination available only throughthe vision network for routine eye exams.
$20 co-pay
Not covered
$30 co-pay
Not covered
Reimbursement for covered services including eyeglass frames and prescribed lenses for single vision, bifocal, trifocal or aphakic and hard, soft or disposable contact lenses.
$75 per
benefit period
$75 per
benefit period
$75 per benefit period
$75 per
benefit period
Emergency Room Care
Emergency care (co-pay waived if admitted)
$250  co-pay,
then 80% *
$250  co-pay,
then 80% *
$250  co-pay,
then 70% *
$250  co-pay,
then 50% *
Non-emergency care
Not covered
Not covered
Not covered
Not covered
Hospital Services
Inpatient
80% *
70% *
70% *
50% *
Outpatient
80% *
70% *
70% *
50% *
Maternity Professional Services (delivery)
80% *
70% *
70% *
50% *
Maternity Hospital Services (delivery)
80% *
70% *
70% *
50% *
Other Providers
Home Health/Home care agencies 60 days maximum per calendar year
80% *
70% *
70% *
50% *
Durable medical equipment suppliers $3,000 maximum per calendar year
80% *
70% *
70% *
50% *
Hospice
80% *
70% *
70% *
50% *
Private duty nursing care
80% *
70% *
70% *
50% *
Mental Health Services Prior approval is required by Magellan Behavioral Health
Inpatient and Out-of- Network services
80% *
70% *
70% *
50% *
 
$40
70% *
$60
70% *
Chemical Dependency Services Prior approval is required by Magellan Behavioral Health.
Inpatient
80% *
70% *
70% *
50% *
Outpatient
$40
$60
100%
70% *
Transplants
Covered through the national network-Blue Quality Centers for Transplant (centers of excellence) or a North Carolina network. Pre-Authorization required on all transplants.
80% *
Benefits
not available
70% *
50%*
Lifetime Maximum
Unlimited
Unlimited

Prescription drug coverage is available at the following levels through the City of Salisbury's health insurance plan. 

For an on-line formulary or location of a participating pharmacy near you check the Blue Cross Blue Shield website..
 
Prescription Drugs Includes oral and injectable contraceptive, diaphragms, smoking cessation prescription drugs and insulin
 
Generic Drugs
Brand Drugs
Short-term supply
1 to 31 days only through participating pharmacies in BCBSNC's sort-term supply network*
$10 per generic
prescription drug or refill
50% coinsurance
There is a $100 per Drug Maximum for each 30-day supply of Brand drugs.
Extended supply
32 to 90 days only through participating pharmacies in BCBSNC's supply network.
$10 per 30 day generic prescription drug or refill
50% coinsurance
There is a $100 per Drug Maximum for each 30-day supply of Brand drugs.
 
Generic Drugs for the treatment of heart disease, diabetes, blood pressure and cholesterol will be covered at 100%.
Prescription Drugs used for the treatment of tobacco cessation will be covered at 100%.
*The network participating pharmacies for short-term supply and extended supply are different.  Not all pharmacies participate in each prescription drug arrangement. If using Out-of-network pharmacies you will pay the co-payment or coinsurance + charge over In-network allowed amount.
 
DENTAL INSURANCE
Dental Insurance is provided as part of the medical insurance package. Use Dental Blue Network.  Benefits will be paid based on the Usual, Customary and Reasonable (UCR) rate for the particular procedure. 12 month waiting period for prosthetic complex restorative services and orthodontics.
Claims should be submitted to
Dental Benefit Providers, Inc., B
CBSNC, Claims Unit, P.O. Box 2100,
Winston-Salem, North Carolina  27102-2100
Benefit Period
Plan year (July 1 through June 30)
Deductible
$50 per member (maximum $150 per family)
Deductible does not apply to Diagnostic/Preventive
and Orthodontic Services
Maximum
$1,000 per Member per Calendar year, except
Orthodontic Services a Lifetime Maximum of $1,000
Covered Services
All services are subject to Provider's Reasonable Charge
Diagnostic and Preventive Services
100%
Maintenance, Surgical and
Periodontic Dentistry Services
80%
Prosthetic and Complex
Restorative Services
50%
Orthodontic Services
50%
 
EMPLOYEE ASSISTANCE PROGRAM (EAP)
The City of Salisbury is committed to assisting employees in maintaining satisfactory job performance through the provision of the Employee Assistance Program as a benefit to employees and their families. This is an employee counseling service which is available to employees and members of their household. The service covers a variety of subjects including marital issues, elder care, communicating with children, financial matters, stress, work related issues as well as substance abuse issues.  Employees may make an appointment for a confidential meeting by calling (800) 435-1986. Counseling is also available on line at www.myachieve.com. The service is provided at no charge to the employee and members of the immediate household. The maximum number of visits for each presenting problem is six. If the problem is beyond the scope of the EAP provider a referral will be made to the most economical source. Please review the EAP - Value Options Privacy Notice for important privacy information.
 
LIFE INSURANCE
The City of Salisbury provides, at no charge to the employee, a life insurance policy in the amount of the employee's annual salary rounded up to the nearest thousand (not to exceed $200,000).  Additional life insurance is available for the employee and family members through payroll deduction. The carrier for the City of Salisbury's life insurance plan is Lincoln Financial Group, 8801 Indian Hills Drive, Omaha, NE  68114 (800) 423-2765 www.LFG.com.
 
LONG TERM DISABILITY INSURANCE
Long term disability insurance coverage is available to employees of the City of Salisbury through payroll deduction.   Coverage is provided by Lincoln Financial Group, P.O. Box 2609, Omaha, NE  68103-2609, Phone (877) 843-3948, Fax (877) 843-3950. The duration of the policy is limited to five years. Rates are based on age and salary. 

SHORT TERM DISABILITY
Short term disability insurance coverage is available to employees of the City of Salisbury through payroll deduction.   Coverage is provided by Lincoln Financial Group, P.O. Box 2609, Omaha, NE  68103-2609, Phone (877) 843-3948, Fax (877) 843-3950.  Employees may choose a 13 week benefit or a 26 week benefit.

ACCIDENT  INSURANCE
Voluntary Accident Insurance is offered through Colonial Life contact Cristy Gupton of Benefit Controls Companies atcristyg@benefitcontrolsnc.com for more information including current rates and enrollment.
  
 
DEFERRED COMPENSATION
The Deferred Compensation Program also known by the Internal Revenue Code, 457, is a tax-deferred program designed to help you save for retirement through payroll deduction. Under IRS guidelines, an employee may defer up to 100% or $16,500 annually to the 457 plan (whichever is lower). Employees are permitted to participate in both the 401-K Plan and the 457 plan. Each plan has an annual limit non-inclusive of the counter plan. The administrator for the City of Salisbury's Deferred Compensation plan is Nationwide Retirement Solutions. For more information, or to enroll online visit www.nrsretire.com or call (877) NRSFORU.
 
401(k)
As a part of the total compensation package, employees who work over 20 hours per week on a regular basis will receive an employer contribution of 3% of their annual salary to the NC401(k) Plan. An employee can elect to contribute up to 100% of compensation or $16,500 annually to the plan (whichever is lower). By paticipating in the NC401(k) Plan, an employee has the opportunity to build savings while reducing today's taxes. An employes contributions to the Plan are deducted directly from his/her paycheck before taxes are calculated. This meas the employees current taxable income is reduced and the amount of taxes he/she pays on his/her  income is also reduced. Prudential Financial 401(k) services is the plan administrator.  Employees can call the 401(k) Action Line toll-free (866) NC401K1 or visit the web site at www.prudential.com/ncplans.
 
RETIREMENT
Employees become a member of the Local Government Retirement System on the date of hire providing they are a regular employee of the City of Salisbury and their duties require that they work at least 1,000 hours per year.  Both the employee and employer contribute to the Retirement System. The employee's share of the cost, 6% of their salary, is automatically deducted from their paycheck. The employer's share of the cost is based on the calculations prepared by an actuary, so that benefits will be funded properly.
If an employee dies while still in active service after one year as a contributing member, the named beneficiary will receive a single lump sum payment. The payment equals the highest 12 months' salary in a row during the 24 months before the employees death, no less than $25,000 and no greater than $50,000.
An employee may receive unreduced service retirement after
  • Age 65 and five years of creditable service (age 55 for law enforcement officers)
  • Age 60 and 25 years of creditable service
  • 30 years of creditable service regardless of age
  • Reduced benefits are available to employees after
  • Age 50 and 20 years of creditable service (15 years of creditable service for law enforcement officers)
  • Age 60 (age 55 for fireman) and five years of creditable service
Disability Retirement
After five years of creditable service, an employee that becomes totally and permanently disabled from doing their job, as approved by the Medical Review Board, will become eligible for Disability Retirement.  The disability benefit is based on the same formula as at service retirement.
Vesting
After five years of participation in the Local Government Retirement System an employee will be "vested".  At separation of employment, a vested employee has the choice to withdraw retirement contributions or let the money remain in the "system" and draw a retirement benefit after age 60. Contributions remaining in the system will accrue interest at a rate of 4% per annum.
An employee with less than five years of service may withdraw retirement contributions at termination of employment at which time they will be taxed; or they opt to roll them directly to an Individual Retirement Account without tax penalty.  The process for withdrawal or roll over may take from 60 to 90 days.
Purchasing Withdrawn Service
After five years in the system, previous service with the Local Government Retirement System, Teachers' and State Employees Retirement System, Law Enforcement Officer's Retirement System, Consolidated Judicial Retirement System, Legislative Retirement System or Military time may be purchased to add to current service. The employee cost, which must be paid in a lump sum, will depend on when the employee makes payment. If paid between the 5th and 10th year of eligible service the cost will be equal to the full actuarial liabilities as a result of the the additional service. The optimum time to purchase is between the 10th and 13th year of eligible service at which time the cost will likely be lower than any other time.

For more information on the Local Government Retirement System or to figure your Retirement Benefit visit the web page at www.myncretirement.com or call (919) 733-4191.
 
FLEXIBLE SPENDING ACCOUNTS
The plan year for FLEXIBLE SPENDING ACCOUNTS is July 1 through June 30.
 
MEDICAL REIMBURSEMENT
A Medical Reimbursement Account allows an employee to reduce taxes and increase take-home pay when they have predictable un-reimbursed medical expenses.
Under this Plan, a separate Medical Reimbursement Account is set up for the employee. A portion of income is set aside, on a pre-tax basis and credited to the employees Reimbursement Account. This Account will then be used to reimburse the employees and/or dependents uninsured health care expenses.  By using this Plan, the amount put in the Medical Reimbursement Account will be deducted from the employees pay before taxes are figured. The result will be less taxes taken out of the employees paycheck. Once an amount is determined, it is set for the entire plan year and cannot be changed until the next open enrollment period unless the employee experiences a "family status change". The annual maximum for the Medical Reimbursement Account is $5,000. It is important to plan carefully, if eligible expenses for the full amount are not incurred, the remaining balance must be forfeited according to IRS regulations.
The Medical Reimbursement Account is administered by Elkin and Associates www.elkinassociates.com or (800) 598-6843.

DEPENDENT CARE REIMBURSEMENT
A Dependent Care Reimbursement Plan allows an employee to reduce your taxes and increase take-home pay while paying for dependent care expenses.
Under this Plan, a separate Dependent Care Reimbursement Account is set up for the employee.  A portion of the employees income is set aside, on a pre-tax basis, and credited to the employees Reimbursement Account.  This Account will then be use to reimburse the dependent care expenses.  By using this Plan, the amount of the employees dependent care expenses will be deducted from his/her pay before taxes are figured.  The result will be less taxes taken out of the paycheck.
A Dependent Care Reimbursement Account may be used to pay for expenses incurred for the care of dependent children under age 13 or any disabled tax dependent who is living with the employees. Employees cannot participate in the plan unless both the employee and spouse are gainfully employed, or the spouse is a full-time student or is physically or mental incapacitated. If the employee elects to use the Dependent Care Reimbursement Account he/she cannot also use the Child Care Credit. The annual maximum for the Dependent Care Reimbursement Account is $5,000.
It is important to plan carefully, if eligible expenses for the full amount are not incurred, the remaining balance must be forfeited according to IRS regulations.
The Dependent Care Reimbursement Account is administered by Elkin and Associates www.elkinassociates.com  (800) 598-6843.
 
LOCAL GOVERNMENT EMPLOYEES CREDIT UNION
Employees of the City of Salisbury are eligible for membership in the Local Government Employees Credit Union. The LGECU's primary objective is to provide fair, convenient low cost service to its members.  The National Credit Union Share Insurance Fund, administered by the National Credit Union Administration, an agency of the federal government, insures deposits of credit union members up to $100,000.
Services offered by the Local Government Employees Credit Union include:
  • Convenience Services
  • Automated Teller Machines
  • Telephone Voice Response
  • Direct Deposit
  • Payroll Deduction
  • Funds Transfer
  • Bill Paying Services
  • Depository Services
  • Share Accounts
  • Checking Accounts
  • Money Market Share Accounts
  • Certificates of Deposit
  • Individual Retirement Accounts
  • Special Services
  • Financial Counseling
  • Senior Citizens Services
  • Free Notary Services
  • Personal Money Orders
  • Safe Deposit Boxes
  • Travelers Cheques
  • U.S. Savings Bonds
  • Wire Transfer
  • Braille/Large Print Statements
  • Lending Services
  • Personal Loans
  • New and Used Vehicle Loans
  • First and Second Mortgage Loans
  • Home Equity Loans
  • Mobile Home Loans
  • Credit Cards
For more information on the Local Government Employees Credit Union visit the web site at www.lgcu.com.
 
SHARONVIEW FEDERAL CREDIT UNION
Employees of the City of Salisbury are eligible for membership in Sharonview Credit Union. Call (800) 462-4421 Monday through Friday 8:00 a.m. - 6:00 p.m. or visit www.sharonview.org
Regular Shares - Becoming a Member
Establishing your share account makes you a member of Sharonview and gives you access to all products and services.
$5.00 minimum balance. Earn dividends, ATM access, Magic One access, Payroll Deduction, Direct Deposit
Free internet access on all accounts.
 
GROUP BANKING
First1Bank and  the City of Salisbury have worked together to bring employees the following free and discounted banking services at First1Bank:
  • Free Internet Banking
  • Online Bill Pay for the first 30 days
  • Free VISA Check Card (subject to credit approval)
  • Free point-of-sale transactions when you use your ATM or check card for purchases
  • Free VISA rewards
  • Free cash withdrawals at any First Bank or First Bank of Virginia ATM
  • Free telephone banking for account information and funds transfer
  • Free member benefits online (www.firstbancorp.com)
  • $100 minimum balance required to open an account
  • Unlimited Checking with No Per-Check Charges
  • Free personalized member checks
  • $10,000 24-hour Accidental Death and Dismemberment Insurance
 
VACATION/ANNUAL LEAVE
Annual leave provides employees time for vacationing, rest, relaxation or to conduct personal affairs, Full pay, benefits and the accrual of leave time continue during annual leaves.
Accrual of Annual Leave
For each calendar month of full time employment an employee will accrue at the following level according to length of service:
 
ANNUAL LEAVE ACCRUAL
 
Years of Service at the start of the month
Average Workweek
20 hrs.
Average Workweek
25 hrs.
Average Workweek 37.5 hrs.
Average Workweek 40 hrs.
Sworn
Police Personnel
(207K)
 
Fire Personnel
(207K)
Less than 7
4 hrs.
5 hrs.
7.5 hrs.
8 hrs.
16 hrs.
22 hrs.
 
7 or more, but less than 14
5 hrs.
6.25 hrs.
9.38 hrs.
10 hrs.
18 hrs.
25 hrs.
14 or more, but less than 21
6 hrs.
7.5 hrs.
11.25 hrs.
12 hrs.
20 hrs.
28 hrs.
21 or more
7 hrs.
8.75 hrs.
13.13 hrs.
14 hrs.
22 hrs.
31 hrs.
 
 
NOTE - For the calendar month when employment begins, leave time will only be accrued if employment starts prior to the fifteenth of the month.
Scheduling Annual Leave Time
Each department has its own procedures for requesting and scheduling Annual Leave time.  Employees  should make your requests as far in advance as possible (but not earlier than 12 months in advance). Leave time is counted in units of one hour. Usually, employees will not be able to schedule Annual Leave time until they have six months service.
Accumulating Annual Leave
Leave time can accumulate without limit until the end of the calendar year. Then, accumulated leave time is limited to 240 hours for employees with less than seven years service, and limited to 360 hours for employees with seven or more years of service. Sworn Police Personnel subject to 207-k guidelines are limited to 470 hours per calendar year, Fire Personnel subject to 207-k guidelines are limited to 582 hours per calendar year.  At the end of the calendar year, unused leave time beyond the maximum will be transferred to the employees sick leave balance.
 
SICK LEAVE
Sick leave provides employees time for health care, physical or dental exams, or treatment and recuperation from a sickness or non-job-related injury. It provides time that may be needed for the employee or for a dependent child who is in the employees care. Full pay, benefits and the accrual of leave time continue during sick leave.
Verification for Sick Leave
You may be required to verify the nature of the sickness and treatment for you or you dependent child. Also, you may be required to be examined by a physician chosen by the City to verify disability, need for treatment, or ability to return to work.
Accrual of Sick Leave
For each calendar month you are employed full-time, you accrue one day of Sick Leave. For the calendar month when your employment begins, leave time will only be accrued if employment starts prior to the fifteenth of the month.
Accumulating Sick Leave
Sick leave time will accumulate without limit. Retirement credit can be obtained for unused accumulated sick leave time in accordance with the North Carolina Local Governmental Employee's Retirement System.
 
SHARED LEAVE
Shared Leave is a voluntary policy whereby employees can donate annual leave to another employee who has experienced a prolonged medical condition according to guidelines set forth in the Family Medical Leave Act (excluding elective surgery, worker’s compensation and absence due to pregnancy). To apply for up to 480 hours of Shared Leave employees must have been absent from work a minimum of 160 consecutive work hours and have exhausted all paid leave.  Shared Leave may not be used to extend an employee’s time in leave status beyond one year from the last date worked.  Once the application for Shared Leave has been received and approved by the Human Resources Department notice will be given to the general employee population of the need for donated leave.  Employees are eligible to donate Annual Leave in increments of 4 hours.  After donation, the donating employee must have a combined balance of 80 hours of annual leave and sick leave.
 
ADMINISTRATIVE LEAVE
The City may impose Administrative Leave in one or more of the following situations:
To investigate alleged misconduct
To legally determine guilt for commission of a crime
To provide a cooling off period in situations of anger or hostility
To give time for deliberation when employment status needs to be decided
There is no time limit for the leave but pay and benefits continue for only 30 calendar days and then are only extended if the City Manager approves.
 
FAMILY AND MEDICAL LEAVE
Family and Medical leave is provided for time needed for: (a) the birth, foster care placement or adoption of a child; (b) to care for a spouse, child or parent with a serious health condition; or (c) the employee's own serious health condition. To qualify for Family Medical Leave an employee must have been employed by the City of Salisbury for a minimum of 12 months.
All sick and annual leave will be applied to the period of time requested. Requests for family and medical leave must be submitted within 30 days of the expected leave. If a 30 day notice is not feasible the employee is required to submit a request as soon as he/she becomes aware that leave is required. The employee may be required to verify the nature of the sickness and treatment for himself/herself or the dependent child. The employee is required to notify his/her supervisor of whether or not he/she will be returning within 5 working days of your projected return date.The employee may return to the same job, or an equivalent one, if the employee meets these requirements and returns on the projected date. The City does not guarantee that the same job, or an equivalent one, will be available if the employee does not return at the end of the 12 week period.
 
MILITARY FAMILY LEAVE
Eligible employees with a spouse, son, daughter, or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week leave entitlement to address certain qualifying exigencies
FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered servicemember during a single 12-month period. A covered servicemember is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the servicemember medically unfit to perform his or her duties for which the servicemember is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list.
 

OTHER LEAVES
Employees may be granted a leave of absence for other reasons. For the first 30 calendar days that an employee is on a leave, he/she will continue to receive benefits, holidays and to accrue Annual and Sick Leave time.
The City does not guarantee that the same job, or an equivalent one, will be available upon the expiration of a leave. The City will make every reasonable effort to allow employees to return to the same or equivalent assignment.
 
Parental Leave
Time off, with no pay, for an employee to care for a newborn or newly-adopted child for up to six months after the child enters the employee's home.
 
Civil Leave
Time off, with pay, for Jury Duty or for a subpoenaed appearance in court. Employees must work for the part of the day when they are not in court. Leave is not for employees going to court as a plaintiff.
 
Disability Leave
Up to six months off, with no pay, for an employee who meets all of these conditions:
Is not able to do available work because of a non-job-related illness, injury or disability, and ...
Has exhausted annual and sick leave time, and ...
Is willing to be examined by a physician chosen by the City to verify inability to perform work duties
 
Education Leave -- Up to six months off to attain education that is recommended by the employee's Department Head and approved by the City Manager. Pay may be full, partial or none, and benefits may or may not continue after the first 30 days of the leave.
 
Military Leave -- Time off to perform military duty. The City pays the difference between the employee's regular City pay and the military pay received for up to 14 days per calendar year.
Personal Leave -- Up to six months off, with no pay, for an employee who meets all of these conditions:
Has a compelling need to be absent, and ...
Has exhausted annual leave time, and ...
Can have their job duties performed by others during the leave, and ...
Expect to return at the end of the leave
 
  • New Years Day
  • Martin Luther King, Jr. Birthday
  • Good Friday
  • Memorial Day (last Monday of May)
  • Independence Day
  • Labor Day
  • Thanksgiving Day
  • Day after Thanksgiving
  • Christmas (two days)
On holidays, employees  will be excused from work with pay - or - will be paid an additional day's pay - or - will have another day off with pay:
If the Holiday occurs...
Then...
On a Saturday
The holiday is observed on the Friday before the holiday
On a Sunday
The holiday is observed on the Monday after the holiday
On your regular day off
You receive an additional day's pay-or-an additional day
off with pay within the next three months
During a leave when benefits continue
Holiday is counted as a holiday, not a leave day
During a leave when benefits discontinued
You do not receive holiday pay or additional time off
 
BEREAVEMENT LEAVE
Employees will be granted excused time off, with pay, for funerals and deaths as follows:
  • Three consecutive work days following the date of death of an immediate family member (spouse, parent, sibling, child, grandparent, grandchild, or parent-in-law)
  • One day for the death of a relative other than an immediate family member
  • Two hours to attend the funeral of a co-worker
 
ANNUAL BONUS
Each year, based on available funds The City Council will grant a lump sum payment to all employees who have been on the active roll since the prior January 1st.  This payment is made on the first Friday in December and is based on one percent of annual pay.
 
PAY RAISES
An employee will be evaluated through a performance review in November of each year.  At the formal review the employee will learn whether his/her supervisor judges his/her performance to be unsatisfactory, needing improvement, good, very good, or excellent.  If the employee's performance review is good, very good or excellent, the employee will be granted a raise based on the amount set by the City Council for Merit Raises.